Is your business cooperating with AWR regs? Check our ten point plan and get into line!

1. REGULATIOns
WORkERs Is yOUR BUsInEss
AGEnCy
REAdy
fOR
ThE change?
Get up to speed with Office Angels’ 10 point preparation plan
The new legislation should be seen as a chance to recognise the valuable place of
agency workers in today’s ever-changing climate. By taking a structured approach
to AWR, you can make the most of the opportunities that it presents for building
morale, loyalty, and a sense of equality.
On 1 October 2011, the Agency Workers Regulations (AWR) will And finally...
come into effect; and before that time, you need to understand
the key facts when it comes to employing agency workers. Under DON’T
the new Regulations, agency workers will, after 12 weeks in an • Panic
assignment, be entitled to the same basic working and employment
• Assume the worst
conditions that they would have been entitled to had they been
recruited directly by your organisation to do the same job. • Look for solutions before defining the problem
The AWR doesn’t have to spell big changes for your business, we’re
here to guide you through it. Just follow these 10 simple steps and DO
you’ll be AWR ready in no time: • Identify the potential impact
1. Identify any agency workers within your company that may be • Work with your recruitment agency to put a compliance
affected plan in place
2. Identify whether direct employees are hired to fill the posts held • Make sure your agency workers understand their rights
by agency workers
3. Establish basic terms and conditions for direct hires, and look at To speak to a consultant about getting your business AWR
the impact of applying these to agency workers ready, contact your local branch of Office Angels today.
4. Identify whether agency workers currently have access to relevant Go to www.office-angels.com to find your local branch.
facilities and amenities and information about relevant vacancies
5. Consider how your business might mitigate a potential increase
in costs
6. Make recommendations to key stakeholders
7. Communicate the impact of the AWR to hiring managers and
other relevant areas of the business
8. Liaise with your recruitment agency to understand how your
business could be affected
9. Agree communications with agency workers to make sure they’re
aware of the new laws
10. Put any mitigation plans into effect by 1st October, when the
legislation comes into effect
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